As I reflect on what went well and what could be improved, I thought it would be a good idea to get your input. Any guidance you can provide is greatly appreciated. Related: 4 Steps For Asking For (And Getting) Truly Honest Feedback. The second paragraph shows you’re open to balanced feedback since you’re not only thinking about what went well, but you’re also considering the constructive parts of your performance. As I reflect on what went well and what could be improved, I thought it would be a good idea to get your input. Just know that good, bad or in between, it’s best to listen, take time to process and then respond in a professional and thoughtful manner. But in the best of circumstances, your boss will view your request as a sincere interest in performing your job duties to the company's expectations. Here’s a template you can use to get the conversation started. These meetings help by creating a strong bond between the two parties as they brainstorm in solving the different issues or dilemmas that are encountered. The third paragraph spells out exactly what kind of information you’re seeking, and it reinforces that you’re open to receiving it, which takes some of the pressure off your boss and makes it easier for them to comply. Looking forward to speaking with you. And you need to know how to ask to maximize the outcome. An employee review letter often is used when there is no specific format or performance review form that the company uses to evaluate staff performance. Going forward, all ANR staff employees, represented and non-represented, will follow an April 1 – March 31 performance review cycle. And even though I’ve always known this, I remember feeling anxious about speaking to members of my team about issues they needed to work on when I was a first-time manager. The management has been closely monitoring your performance over the past few months and it has been concluded that you have failed to meet the targets allotted to you in the last three months. Performance reviews can be a nerve-wracking experience for many employees. Hi [Boss’ Name], I wanted to schedule time for us to discuss what you thought about [the item(s) you want feedback on]. Just know that good, bad, or in between, it’s best to listen, take time to process, and then respond in a professional and thoughtful manner. Good feedback can mean the difference between an average career and one that’s exceptional. Specifically, I’d like your thoughts on one to three things that went well and one to three things that could have gone better. The first paragraph is direct and sets the tone of what the rest of the email will be about. 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A performance review is a regulated assessment in which managers assess an employee’s work performance to identify their strengths and weaknesses, offer feedback and assist with goal setting. When it comes to good feedback, it doesn’t matter who starts the conversation. Here are some examples of time management performance evaluation phrases: ... To help an employee benefit from a performance review, you should use descriptive language. I wanted to schedule time for us to discuss what you thought about [the item(s) you want feedback on]. Maintain Documentation Throughout the Year. Once I began to truly understand that people who want to advance their careers actually crave honest feedback from their managers, I started to give it. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. Looking forward to speaking with you. Once all the reviews are complete, you and your manager … I recommend starting the conversation over email. The more specific, the better. The second paragraph shows you’re open to balanced feedback since you’re not only thinking about what went well, but you’re also considering the constructive parts of your performance. Based on Emplify’s experiences with thousands of employees across numerous industries and organizations, three core principles will ensure that your manager evaluations by staff are productive. When it comes to good feedback, it doesn’t matter who starts the conversation. 1. The third paragraph spells out exactly what kind of information you’re seeking, and it reinforces that you’re open to receiving it, which takes some of the pressure off your boss and makes it easier for them to comply. And there are many resources out there that list forbidden performance review topics like personalities, rumors,… Sign up here to get top career advice delivered straight to your inbox every week. Give him or her time to process before suggesting a meeting date. 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